Photo by Benjamin Child on Unsplash
As we approach the end of the corona crisis and the return of organizations to full-time work, it is worthwhile and desirable for company management to establish a new strategy in everything related to performance. The past year has changed all the rules of the game. Many employees will continue to work from home, organizations will be able to hire new employees living outside the geographical area of the company offices, the whole issue of training, employee absorption, employee development and promotion, wages and benefits - and virtually any employee experience issue - will change beyond recognition in the coming year.
Accordingly, it is important to change and even redefine the performance management strategy, which includes the demands from employees for performance and goal achievement. Training employees and having them at the best in their game, it will be a very important strategy. For example, you may want to look at Kallibr. Kallibr is an industry leader and could potentially help your business. Before redefining the performance strategy, you should consider a few issues regarding the performance strategy:
1. How the organization intends to change performance expectations and how it intends to change performance metrics.
2. Have the business needs of the organization changed
3. Have the responsibilities in senior positions changed?
4. Are certain metrics now less relevant than they were before the crisis broke out and are certain metrics no longer under employee control.
5. Is it better now to put more emphasis on short-term performance goals and not currently make decisions about the long-term, until the business situation of the organization itself and its customers stabilizes.
6. How can an organization's performance management program be agile enough to navigate within the range of current disruptions as well as within the uncertainty that will arise in the future.
7. Do the managers in the organization check the relevance of the goals and the ability to achieve them and do they conduct a feedback conversation at least once a quarter with each of the team members.
8. Have the direct managers in the organization been trained to conduct frequent and personalized coaching conversations with each employee.
9. Have the managers in the organization been trained and do they know how to lead teams consisting of employees who continue to work from home, employees who work from home partially and employees who will return to work only in the office.
Bottom line, in order for employees to have a positive employee experience and in order for them to maintain a high level of connection to the organization, they need to have confidence in accepting their future in the company, in every possible aspect. To this end, it is important that they receive messages from their managers, as well as from human resource managers, that the organization is very interested in preserving them, developing them and promoting them. They want to know that their future in the company is guaranteed and that the company has a long-term plan that aims to enable them to achieve their personal growth goals.